Guidelines for real-time feedback with the client

It is important to recognize that feedback should not always wait for a formal coaching session. Real-time feedback, or also called "on-the-fly feedback," is a valuable tool for addressing situations immediately. This involves providing feedback as close as possible to when an event or behavior that requires attention occurs.

By providing feedback in real time, certain steps can be followed to ensure that communication is effective. It's a little script to be more productive. You can even write down the steps, but certainly after practicing it a few times it flows naturally.

• Write down who it is about, their role, their current task, and the specific event you want to address.

• Think of a positive introduction. Perhaps something you have done well recently, highlighting actions or items that have been handled well.

• Then describe the context and specific examples that will help the person better understand the situation.

• Note possible recommendations, solutions or areas for improvement.

These are simple steps but it is critical to verify the recipient's understanding. Ensuring that the person has understood both the feedback and the recommendations is essential to the success of the process.

In addition, the goal is to reach agreement on actions to be taken based on the feedback provided. And of course to get their commitment to this agreement to execute it.

This approach is particularly effective for addressing smaller, more specific situations that require a quick response. While it is a valuable tool for leadership, it is critical to remember that in more complex situations or for more extensive discussions, it may be more appropriate to opt for a more structured coaching session.In the teamwork context, another real-time feedback exercise, can be derived from direct observation of the event.

For example, imagine you are in an organization and you are coaching other managers/leaders. In this situation you would be the coach and they would be the coachees. One strategy to provide feedback is to participate as an observer in the actual context where they are acting, i.e. in the meetings they have with their own teams.

One of the first considerations is to observe behavior. In this sense, behaviors can be